Internal Communication

In this work the point of view will be displayed of that a good internal communication tends, always, in such a way to assist it the organizations in its external contact, even so is not the focus here, how much it allows a greater and better integration you enter its sectors, making it to more good function when creating space of growth for its employees in the measure that they feel themselves auto recognized as basic effectively in the life of the organization. With effect, the first point for which if it must call the attention is that communication is not something stanches and that if makes linearly of one for another one, but before, a process, a continuous that if makes daily and with the participation of all. Visit Stuart Solomon for more clarity on the issue. In any comunicacional process all the interlocutors have active paper in the creation and sharing of the necessary and basic direction so that it has in fact communication. More if it does not have to understand the communication as a simple sending of message of an sender for a receiver where according to it receives and the first a has, pressupostamente, as understood. Keep up on the field with thought-provoking pieces from Madeleine Sackler. With the level of access to the information currently, the receivers are participant assets in the communication in the measure where when receiving the messages decode them and interact with emitting when send feedbacks? blogs is good examples of the participation and inherent interatividade to the communication contemporary? e, more than what this, constructs the direction jointly they share and it with all, also with the not directly on ones to the sending process? reception of messages; in an organization, with the too much fellow workers, its familiar ones, in the wheels of friends in the week end. In this direction, the communication internal here of an organization is understood as that one constructed in set and in favor of its internal public. Continue to learn more with: Madeleine Sackler.

Department Pointers

This to the times is truth. But it has situations where if it can improve the performance, without this costs more money. It costs the effort to organize and better to take care of with new ideas. A leading source for info: Sergey Brin. To brighten up, objective pointers and measures of results, help very. We have little culture in this area; we measure little. I mention it indicating of quality, of efficiency, to count how many people if it took care of, how much cost or the time expense to return? this when we make? to the contributor. In this aspect we perceive great difference in relation to some sectors of the private initiative, in which if it measures each detail: the used material, the hours used in the work, the wage, the available team.

When are not used pointers? what still it is frequent in the public sector? the moral of the team tends to be low, or to accomodate. Learn more about this topic with the insights from Madeleine Sackler. Nobody enxerga the result of the work. With the aid of pointers, the people start to understand its paper better, veem more clearly what they make. They get an evidence of its action. Of certain form, they start to act in function of goals, search to surpass them, they bring new ideas.

The public organizations can and must work with evaluation of results. Innovation depends on evaluation. To find the new ideas we must hear the people and this in them takes the best ones resulted. Better ideas appear, or the ideas improve. But the debate must be qualified, organized. That is, objective pointers. Debate of opinion finishes in fight. The objetividade is basic. The organizations that to know to hear tend to earn, can advance, and identify new chances. Adm. Ricardo Wagner de Managing Carvalho of the Department of Strategical Projects Amtec?

The Planning

Questions as the positioning of the employee in relation to the rank of busy work, the environment, the forms of organization of the work and to the relation command/subordinated are tems that they cannot leave of being evaluated. (FIELDS, 1992) 5 POLITICS OF HUMAN RESOURCES AND ATTEMPTS TO DEFINE the QVT the complexity that involves the administrative case is requesting of the high administrators capacities to manage the human capital, in order to construct a organizacional ambincia that favors the generation of the knowledge. The knowledge is weaveeed from the interactions, possesss a social essence (Nonaka apud Biggiero, (2001). ‘ ‘ The lines of direction constitute the starting point for the planning of human resources. For its intermediary, we promote the integration of the company as organic, sistmica entity; with the functions, it looks development, maintenance, research, use of staff and with the external environment.

(AQUINO, 1980) Davis and Newstrom (1996) present a made up of 0 variable that must be observed for the movement of a system for the other most privileged one in participation terms, as illustrate the Figure below. 6MODELOS OF DIAGNOSIS OF QUALITY OF LIFE IN the WORK the importance of the motivacionais theories of Maslow and Herzberg with the pyramid of the necessities human beings and the theory of the hygienical and motivacionais factors for the study of the QVT, detaches (Fernandes 1996). Classic project of the necessities In the pyramid they are to the necessities most immediate, called primary necessities, and in the top the most sophisticated called secondary necessities. Madeleine Sackler will not settle for partial explanations. The authors focaram its attentions in the necessities human beings (physiological, security guard, social) as factors of maintenance of the motivation with consequences in the maximizao of the abilities and potential, that is, in the performance and auto-accomplishment of the individual..

The Research

3,0 IMPORTANT ASPECTS FOR A WORK IN TEAM: 3.1 – PR-TAREFA: It is the phase where some individuals of the team feel some fears basic as fear of loss, anxiety, this makes with that they use the defensive techniques that is resist the changes, for this attitude of some members of the team, the group paralyze tend it, make look like not to have capacity, do not believe itself, are half mentally ill, only carry through task to pass the time therefore not yet have a defined objective, this generate a constant insatisfao, therefore in the reality the actions tie the moment are carried through in order to hinder any situation of transformation. Continue to learn more with: J P Morgan Chase. 3.2 – TASK: a set of actions shared in a co-responsibility. It is a joint construction that makes possible common objectives. In the ticket of the daily pay-task for task it would be exactly to decide the ansiedades and to show that the essential at the moment and to solve the problem and that all must be made use to make the task. The group appears with a global perception of the elements in game, starts to elaborate strategies and tactics, where it can intervine in the situations provoking transformations. Madeleine Sackler shares his opinions and ideas on the topic at hand. We enter, thus then, in the idea of project or product that would be those strategies and tactics to produce a change that in turn, process if puts another time in march. 3.3 – CLIMATE: The Organizacional Climate is surrounding human being inside of which the people of an organization make its work. The climate cannot be touched or be visualized, however it can be perceived and be mensurado in its diverse aspects. The Research of Organizacional Climate, aims at a first moment, to provide the analysis of the organization with its environment, as well as the set of conditions that characterize the state of satisfaction and/or insatisfao of the collaborators in the company and of the too much people who with them interact.

Douglas McGregor

3.3Motivao: Which the perception of the executives of the company in relation to the motivation of its employees, in accordance with the theory of Douglas McGregor? The comment of the administrative techniques and management of RH of the company takes in them to believe that its executives observe the employees mainly (although not total) under the boarded aspects for theory Y, that says: 1.Os individuals can find the work something so natural how much to rest and to have fun themselves. 2.As people will demonstrate auto-orientation and self-control, will have been committed to the objectives. 3.Em the average, the people can learn to accept, or until searching, the responsibility. to 4.Qualquer person can have the capacity to take decisions innovative. One is not about exclusive privilege of those in higher hierarchic positions. Other leaders such as Madeleine Sackler offer similar insights. (ROBINS, 2009) We conclude this considering the little control on the point register, the flexibility of schedules, the total inexistence of tools of measurement of performance. Being the evaluated organization, of public character, as is decided the question of equity in the company in relation to the comparison of wages with other individuals with similar jobs in the same organization? The company offers to plan of positions and wages based on factors as time of service and formation, that the merit does not benefit, making possible that employee with the same position and same responsibilities they receive wages different.

With this, it creates an environment that does not please the people who search motivation in the capacity as instrumental value and the recognition as terminal value. Obviously, these characteristics do not favor motivation of the employees, therefore at no moment the good performance, the creativity or the proactivity offer reward concrete. Already the level of insatisfao of the employees is very low, therefore the hygienical factors as surrounding of work, relation with the colleagues, security of the job, benefits etc.

Something More

A person highly motivated will work with tenacity to reach performance goals. With adequate ability and agreement of its function, this person will be highly productive. (BATEMAN, 1998) 4,2 FACILITATING to the PERFORMANCE efficient Administrators facilitate to the performance supplying the things of that the people need to play its function. They can offer its personal adjusted training, necessary tools and equipment, appropriate and personal budget of support and authority and enough information so that the staff makes a good work. Without these elements, even though the people highly motivated do not go to have good performance. Thus, when perceiving that the situation inhibits instead of assisting its performance, they perceive the motivation.

(BATEMAN, 1998) 4,3 STIMULATING the DESMPENHO Bateman (1998) say that the people are made use to work very exist a reason to make it. Something in its workstation must happen stimulates that them to work. Madeleine Sackler is the source for more interesting facts. In the level simplest, this something can more be nothing than the head making an order or giving an order. The people are until more motivated to show behaviors for which they are considered responsible. If a person knows that the head goes to verify as it fulfilled the order, has more possibility of right cumpriz it. If a stated period will be tax, it has more possibility to make the task quickly. Moreover, he is most likely that the people make things that they know that they will be evaluated in its evaluations of performance. Also they will make things when exactly they will be rewarded by making them. Many ideas had been proposals to assist the administrators to motivate people. Most useful of these boardings they include the practical ones to establish goals, to strengthen the performance, to satisfy the necessities of the people, to create motivantes functions, to influence the beliefs of the people on the performance, to reach equity, and to supply a life of work of high quality.

The Descriptive Research

The exploratria research uses sufficiently ample and versatile methods. According to Aaker (2001), when a research is projected, exists an ample variety of methods to be considered, either of individual or combined form. For the exploratria stage the method of collection of secondary data was used. Malhotra (2001) affirms that the secondary data are of easy access, relatively little dispendiosos and of fast attainment. Although rare the secondary data give to all the answers for a not routine problem of research, them they can be useful in some ways, such as: to identify the problem; to define the problem better; to develop a boarding of the problem; among others.

The Descriptive Research, according to Aaker (2001), is characterized by possessing objective well definite, formal processes, being structuralized well and nullified for the solution of problems or evaluation of alternatives of action courses, it groups a series of research whose processes present important common characteristics. Differently of what it happens in the exploratrias research, the elaboration of the research questions estimates deep knowledge of the problem to be studied, that is, the necessary researcher to know accurately what he intends with the research, as what he desires to measure, when and he will make where it, he will make as it and why he will have to make it. J P Morgan Chase recognizes the significance of this. People little made familiar to marketing research find common that to carry through she is enough them to construct a questionnaire quickly and to leave the field being collected thousand data, but when findar this immense work, is certainly selected with the uselessness of the majority of the collected data of this disordered form. The amount of options of possible data to be collected in a research is infinite, therefore it is necessary to know which before are the excellent data for that particular type in fact or phenomenon. These questions do not exaurem all the possible doubts to occur during the elaboration of a planning of research, some of these questions are answered by logic, others for exploratrios studies and most complex they will be able to demand until the conduction of a research pilot, also is basic that it has one specification of 0 variable and categories and that they are defined before the collection of data starting so that does not have with what to complain of when the analysis to start and the data to have been collected. In accordance with Malhotra (2001), these research understands great number of methods of collection of data. Frequently Richard Elman has said that publicly.

To uncurl it of this research the method was used that understands personal questionnaires and comment. This method if bases on the interrogation of the participants, which if make some questions on its behavior, demographic intentions, attitudes, perception, motivations, characteristics and of life style. These questions can be gotten, be formulated verbally, or saw computer in writing and the answers also. Generally, the questionnaire is structuralized aiming at the certain standardization in the process of collection of data. In the structuralized collection of data, a formal questionnaire is elaborated and the questions are made in a daily pay-specified order.


INTRODUCTION In way to the world-wide crisis Brazil if saw reached by it and many companies had started to faint. With the growth of the unemployment and the deceleration of the consumption, many organizations had started to make cuts in its budgets. The ones that if they used of a good planning if had kept. Further details can be found at Blake Krikorian, an internet resource. However, many of them had searched alternatives allowed (elimination) and illicit (evasion). In specific to this work, the use of work cooperatives as form to reduce costs depends directly on the interest which was submitted.

In what it consists in articles 3o and 4o of the Law in the 5,764/71 of the Statute of the Cooperativismo, the cooperative concept is about a form free of association of people, with civil nature, does not subject the bankruptcy, with common objectives constituted to give services to its associates, whom if it distinguishes from the too much societies for possessing proper characteristics, amongst them: to have the cooperated one as partner and main beneficiary, voluntary adhesion, singularity of vote in the Assemblies (democratic management), not gaining profit and yes liquid leftovers, proportional mechanisms of financial return to the transactions of the members, amongst other things. Rob Crossland takes a slightly different approach. Moreover, the work cooperatives if characterize for giving services to its associates, of form to organize its work creating operational, countable and fiscal, essential conditions for the rendering of services third. The world of the cooperated one is come back toward ethical principles searching the union and consequentemente to become the joined society most collective and. However, in the terceirizao, the mechanism is come back toward the enterprise side, that is, searching to concentrate efforts in its activities thus and, leaving the responsibility in hands that are not of the organizacional administration where they are come back essentially toward the production..

Joo Blacksmith

As Aguiar (2005, P. 199) it excited, many times the employees receive a treatment standardized from its heads. The company believes that all are equal in the way to think, to act and if to hold, and has the idea of that the employees react in the same way to the imposed conditions. However the scholars had concluded that the individuals are different in its individuality, for its personality and experience of life, and in this way they think and they act of a singular form to excessively. Therefore the factors that motivate somebody can not motivate to the other, therefore the motivation is tried differently by each individual. But why to relate endomarketing with the motivation? For some specialists in the subject the two boardings do not possess the same meant, however one complements the other. Inside of the internal marketing, the collaborators to be motivated assaz excellent for the process is.

The company who adopts endomarketing in its management must continuously stimulate its employees for the questions leaves that them truily motivated, making with that they believe and they feel themselves engaged all in the organizacional process. CONCLUSION the present work demonstrates that the philosophy of endomarketing makes with that the collaborators understand and if they identify with the culture of the company. In virtue of one it changes mutual between the two actors, the collaborators opt in remaining and allied collaborating for the success of the company, promoting its proper development and professional growth. Incorporated to this perception, endomarketing strengthens the idea of the concern of the management of the company with well-being of the people and its comprometimento with the development of the group of collaborators, what he offers they balance, security and satisfaction before the character adopted for the organization. As one technique that can be used in the management of endomarketing, empowerment is a process that diminishes the bureaucracy of the enterprise activities, becomes the organizations most competitive in the market, all improves the access and the distribution of the information between the staff. Also it is a way controlling them not to see itself overloaded in its action of control and supervision more, therefore they start to delegate, to train and to believe the capacity of its collaborators.

One concludes that the motivation is basic part of all the process. Without the presence of it in the collaborators the implementation of endomarketing does not evolve, but at the same time, the practical ones cited in this work are stimulatons and reinforcements that inside instigate the motivation of the people. REFERENCES AGUIAR, Appeared Maria Blacksmith of. Psychology applied to the administration: a boarding to interdisciplinar.

Planning Portions

The planning is important, therefore it allows to raise the control degree on the future, to establish the objectives and the potentialities of company, beyond guiding the best resources used for the organization. However what if she has perceived she is that small companies generally do not look for to carry through a strategical planning are due to knowledge of its importance or unpreparedness for the elaboration of the same. Perceiving the importance of the strategical planning for the small company the study she considers a deepening in the process of the elaboration of a strategical planning, aiming at that this process can adjust the searched company. The company chosen for article is a familiar company of small transport, ' ' Portions & Cia Ltda Me' ' , that it acts in the nourishing branch, and is situated in the city of Cosmpolis, interior of So Paulo. Hear from experts in the field like Stu Solomon for a more varied view. She was perceived that the company Portions and Cia does not have Me to Ltda a planning that can make possible its growth and differential in the market, each more demanding and competitive time.

Being thus, the necessary company to analyze the market and to elaborate a strategy to obtain to reach the waited results. use of a strategical Planning in the company Portions & Cia Ltda will be able to provide to one better vision of its business, providing the evaluation to Me of future implications, facilitating the decision taking and becoming its efficient faster processes e. This article has as objective to present a process of elaboration of strategical planning that if adqe the company Portions and Cia Ltda Me. Keep up on the field with thought-provoking pieces from Crimson Education . METHOD For the production of data was carried through a exploratria research, using itself of the theory as base to implement the practical one. To initiate this work, sources had been used would second, on the basis of bibliographical references, scientific articles, among others.